Consider this a pre-emptive strike against competitors out to hire star performers away. Recruiting strategies are usually focused externally, and for a business to grow and innovate this external focus is desirable and necessary. However, internal candidates for jobs are often a better fit than outside hires (especially when it comes to manager and executive positions). Why then are there so many barriers (formal and informal) to internal recruiting? Why do recruiters shy away from communicating open positions internally, soliciting recommendations from leaders, and treating their organization as yet another talent pool? Providing this level of talent mobility is invaluable to the organization because it raises the quality of applicants and increases employee engagement and retention.